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Abbott Laboratories Hr

To build extraordinary healthcare teams that develop life-changing technologies by becoming the premier healthcare company transforming lives globally

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To build extraordinary healthcare teams that develop life-changing technologies by becoming the premier healthcare company transforming lives globally

Strengths

  • TALENT: Established global talent acquisition capabilities in 160+ countries
  • CULTURE: Strong purpose-driven culture with 87% meaningful work rating
  • DEVELOPMENT: Robust leadership pipeline with 75% internal promotions
  • RETENTION: Industry-leading 92% retention rate for top performers
  • DIVERSITY: Comprehensive DEI programs with 45% women in management

Weaknesses

  • DIGITAL: Outdated HR technology stack limiting analytics capabilities
  • AGILITY: Siloed organizational structure slowing talent mobility
  • SKILLS: Critical talent gaps in AI, data science, and digital health
  • WORKFORCE: Aging workforce with 28% eligible for retirement in 5 years
  • ENGAGEMENT: Middle management engagement scores below target at 67%

Opportunities

  • REMOTE: Expand flexible work models to access global talent pools
  • AUTOMATION: Implement AI-powered HR services for operational excellence
  • ANALYTICS: Leverage people analytics to drive strategic decisions
  • PARTNERSHIPS: Create healthcare-academic alliances for talent pipelines
  • RESKILLING: Develop digital upskilling programs for future capabilities

Threats

  • COMPETITION: Intensifying talent war from tech companies entering health
  • BURNOUT: Healthcare worker burnout and mental health challenges
  • REGULATION: Evolving labor laws and compliance requirements globally
  • EXPECTATIONS: Rising employee demands for purpose and flexibility
  • DEMOGRAPHICS: Shrinking talent pools in key markets and specialties

Key Priorities

  • TALENT: Develop comprehensive digital and AI talent strategy
  • TECHNOLOGY: Modernize HR technology ecosystem and analytics
  • CULTURE: Strengthen middle management engagement and capabilities
  • FUTURE: Launch strategic workforce planning for evolving skill needs
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To build extraordinary healthcare teams that develop life-changing technologies by becoming the premier healthcare company transforming lives globally

FUTURE-READY TALENT

Build digital and AI capabilities across Abbott

  • STRATEGY: Develop comprehensive digital talent roadmap with skill taxonomies, hiring targets, and development paths by Q3
  • ACQUISITION: Increase technical and digital hires by 40% while reducing time-to-hire for these roles by 25%
  • UPSKILLING: Launch AI Academy with 8 specialized learning tracks and 2,000 employees certified in foundational AI
  • PIPELINE: Establish 5 strategic university partnerships focused on AI, data science and digital health talent
TECH TRANSFORMATION

Modernize HR systems for data-driven decisions

  • PLATFORM: Complete global HRIS implementation with 99% data accuracy and 95% user adoption by Q4
  • ANALYTICS: Deploy self-service people analytics dashboard with 15 critical workforce metrics for all managers
  • AUTOMATION: Implement 8 AI-powered HR service workflows, reducing administrative time by 30%
  • INTEGRATION: Establish unified data architecture connecting 90% of HR systems with real-time data exchange
CULTURE ELEVATION

Strengthen leadership and engagement

  • MANAGEMENT: Increase middle management engagement scores from 67% to 80% through targeted interventions
  • CAPABILITY: Certify 100% of managers in digital leadership skills including data-driven decision making
  • RECOGNITION: Launch revitalized recognition platform with 85% monthly active users and 10,000 recognitions
  • WELLBEING: Implement personalized wellbeing program with 75% participation and 15% stress reduction
WORKFORCE EVOLUTION

Build adaptive and resilient organization

  • PLANNING: Develop 5-year strategic workforce plan with scenario modeling for all critical talent segments
  • FLEXIBILITY: Implement global flexible work policy with 90% manager readiness and 85% employee satisfaction
  • MOBILITY: Increase internal talent mobility rate from 22% to 35% through career marketplace platform
  • READINESS: Create succession plans for 100% of critical roles with at least 2 ready-now candidates each
METRICS
  • ENGAGEMENT: Employee engagement score of 85%
  • CAPABILITY: Digital/AI roles filled with qualified talent at 95%
  • RETENTION: Top performer retention rate of 95%
VALUES
  • Pioneering: We innovate to create breakthrough solutions for patients
  • Achieving: We deliver consistent and sustainable results with integrity
  • Caring: We put people first and treat everyone with dignity and respect
  • Enduring: We plan for the long term to create lasting impact
Abbott Laboratories logo
Align the learnings

Abbott Laboratories Hr Retrospective

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To build extraordinary healthcare teams that develop life-changing technologies by becoming the premier healthcare company transforming lives globally

What Went Well

  • TALENT: Successfully hired 95% of critical roles against aggressive targets
  • DIVERSITY: Increased representation of women and minorities by 3% YoY
  • RETENTION: Reduced voluntary turnover by 8% through targeted interventions
  • DEVELOPMENT: Launched leadership academy with 92% completion rate
  • ENGAGEMENT: Overall employee engagement scores improved by 4 points

Not So Well

  • TECHNOLOGY: HRIS implementation delays affecting productivity metrics
  • ANALYTICS: People analytics capabilities not meeting business needs
  • MOBILITY: Internal talent mobility remained below target at just 22%
  • SPEED: Time-to-hire for specialized technical roles 20% above target
  • COSTS: Total compensation expenses exceeded budget by 7% annualized

Learnings

  • INTEGRATION: Cross-functional collaboration critical for HR technology
  • SEGMENTATION: Different employee populations require tailored approaches
  • MEASUREMENT: Leading indicators more valuable than lagging metrics
  • TRANSPARENCY: Open communication about changes reduces resistance
  • AGILITY: Faster experimentation yields better results than perfect plans

Action Items

  • ACCELERATION: Fast-track HRIS implementation with dedicated resources
  • CAPABILITIES: Build strategic workforce planning expertise in HR team
  • EXPERIENCE: Redesign onboarding process to improve time-to-productivity
  • ANALYTICS: Develop self-service people analytics dashboard for leaders
  • DEVELOPMENT: Create digital literacy curriculum for all HR professionals
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To build extraordinary healthcare teams that develop life-changing technologies by becoming the premier healthcare company transforming lives globally

Strengths

  • FOUNDATION: Strong data infrastructure supporting AI implementation
  • LEADERSHIP: Executive commitment to AI-enabled HR transformation
  • PILOT: Successful AI recruitment screening pilots showing 30% efficiency
  • INVESTMENT: Dedicated innovation budget for HR technology advancement
  • PARTNERSHIP: Strategic relationships with leading HR tech providers

Weaknesses

  • SKILLS: Limited internal AI expertise within HR organization
  • FRAGMENTATION: Disconnected HR systems limiting AI integration
  • ADOPTION: Low digital literacy among some HR team members
  • GOVERNANCE: Underdeveloped AI ethics and governance frameworks
  • MEASUREMENT: Insufficient metrics to measure AI implementation ROI

Opportunities

  • PERSONALIZATION: AI-powered personalized employee experiences
  • INSIGHTS: Predictive analytics for workforce planning and retention
  • EFFICIENCY: Automation of transactional HR processes
  • DECISION-MAKING: AI-augmented talent acquisition and development
  • WELLBEING: Smart employee wellness recommendations and tracking

Threats

  • PRIVACY: Employee concerns about data privacy and surveillance
  • BIAS: Algorithmic bias in talent acquisition and assessment
  • RESISTANCE: Change management challenges with AI implementation
  • REGULATION: Evolving AI regulations affecting HR practices
  • OVERRELIANCE: Potential loss of human judgment in people decisions

Key Priorities

  • UPSKILLING: Develop AI literacy program for all HR team members
  • INTEGRATION: Create unified data architecture for connected insights
  • ETHICS: Establish robust AI governance and ethics framework
  • EXPERIENCE: Deploy AI solutions enhancing employee experience